You’ve found him (or her). The perfect candidate. Ok, maybe they aren’t perfect; but they’re darn well close to it. They’ve been through screening, background testing, and a rigorous interview process. You’ve made the offer and they’ve accepted. Time to check that hiring task off your list, right?
Right…as long as they don’t get a counteroffer.
Unfortunately, as a Kansas City staffing agency, Morgan Hunter knows that as soon as a great candidate delivers the bad news (good news for you and them) to their existing boss, that boss just might counteroffer. They’ll tell your candidate how desperately they’re needed around the office; how their contributions are invaluable; and how they can offer more salary and better perks.
So then you get the call – the one from your candidate who was so sure about accepting your offer, but who is now starting to waffle. They’re thinking maybe things weren’t so bad on the job, that maybe the boss just needs another chance, and that they’ve put in many years at the company and don’t want it all to go to waste.
The question is: What should you do?
If you haven’t changed your mind – and still think the candidate is a fit for your needs – then here are 3 things to remind them:
- First, the vast of majority of people who accept counteroffers live to regret it. Statistics prove it. They either wind up quitting out of frustration shortly after or beginning their job search again. Does your candidate really want to be in the same boat in six months?
- Second, their employer is unlikely to change. There’s a reason your candidate is leaving, whether it’s a weak culture, dysfunctional work processes, or unhappiness with their role at the company. And issues like that don’t change overnight…if ever. Even if the employer is offering more money, the excitement over a bigger paycheck will wear off soon and your candidate will be left, once again, in a job they don’t like. Is more money really worth not having peace of mind and career happiness?
- Third, if your candidate does accept the counteroffer from their boss, their boss will begin to question their loyalty as soon as the dust settles. After all, if they wanted to leave once, they’ll want to leave again. This can impact career advancement by not getting considered for the best assignments or promotions, or even being the first to be laid off should cuts occur.
Hopefully, once your candidate thinks it through, they will realize that making a move is in their best interest. In the future, the best way to avoid counteroffers is to prepare your candidate ahead of time. When you make the offer, let them know that they may in fact receive a counteroffer from their existing employer and what to do about it. That way, they won’t be blindsided and left dazed and confused about what to do about it.
Need More Help Finding Great Candidates?
If you do, call Morgan Hunter. As a leading Kansas City staffing agency, we can work with you to get to know your company, culture and unique staffing needs – then get to work finding candidates that are a great fit for you. Contact Morgan Hunter today to learn more.